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Political campaign and/or legislative advocacy experience preferred. Justice is one of our core values, and we are committed to fostering a workplace culture inclusive of people with respect to their race, ethnicity, national origin, gender/gender identity, sexual orientation, socio-economic status, veteran status, marital status, age, disabilities, political affiliation, religious beliefs, or any other characteristic.
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Bachelor’s degree in business or political science; work experience may be substituted. The role requires a team player and peer leader with a focus on increasing awareness and adoption of Maxar’s robust earth observation imagery solutions and capabilities.
$173,000 - $288,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The County of Ventura is an equal opportunity employer to all, regardless of age, ancestry, color, disability (mental and physical), exercising the right to family care and medical leave, gender, gender expression, gender identity, genetic information, marital status, medical condition, military or veteran status, national origin, political affiliation, race, religious creed, sex (includes pregnancy, childbirth, breastfeeding, and related medical conditions), and sexual orientation.
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Bachelor’s degree in journalism, English, communications, media, marketing, political science, public policy, or arelated field. 10 years of experience as adigital communications professional, social media manager, journalist, or in arelated communications, public affairs or public relations role.
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Academic expertise in Education, History, Geography, Political Science, Criminal Justice, Social Sciences, or the Humanities. We achieve this by offering strong academic, co-curricular, and social-emotional learning that prepares students for success in college and beyond.
$59,000 - $83,000 a yearFull-timeExpandUpdated 6 days ago - UpvoteDownvoteShare Job
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Virginia Commonwealth University is an EEO/AA university providing access to education and employment without regard to age, race, color, national origin, gender, religion, sexual orientation, veteran's status, political affiliation, or disability.
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Virginia Commonwealth University is an equal opportunity, Affirmative Action University providing access to education and employment without regard to age, race, color, national origin, gender, religion, sexual orientation, veteran’s status, political affiliation or disability.
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All applicants must be U.S. persons within the meaning of ITAR. ITAR defines a U.S. person as a U.S. Citizen, U.S. Permanent Resident (i.e. 'Green Card Holder'), Political Asylee, or Refugee. All applicants must be U.S. persons within the meaning of ITAR. ITAR defines a U.S. person as a U.S. Citizen, U.S. Permanent Resident (i.e. 'Green Card Holder'), Political Asylee, or Refugee.
$153,749.97 - $225,499.95 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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It will be important for the Senior Associate Dean to possess a sophisticated understanding of curriculum and sponsored research within the field of education, advocate for the needs of the School in relation to the larger institution, and employ political acumen to navigate the Johns Hopkins ecosystem.
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The Johns Hopkins School of Education (SOE) seeks a collaborative and strategic leader to serve as its next Senior Associate Dean for Finance and Operations. Reporting directly to the Dean with a secondary reporting relationship to the University’s Executive Vice President for Finance and Administration, the Senior Associate Dean will be responsible for strategically leading, planning, and organizing the School’s administrative functions.
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The next Senior Associate Dean will be a vital partner to academic and administrative leaders across SOE, providing high-level leadership and modeling excellence, equity, proactivity, creativity, and flexibility across all that they do.
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The Senior Associate Dean will join SOE at a time of change and transformation and will have an opportunity to make a significant impact through strategic and financial planning, business process improvement, and operational leadership.
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Involved in the central operations of the School, the Senior Associate Dean will be responsible for developing and implementing policies and systems that support the evolution and impact of SOE, partnering closely with senior leadership on initiatives related to recruitment and retention, research support, and organizational structure.
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Johns Hopkins University is committed to recruiting, supporting, and fostering a diverse community of outstanding faculty, staff, and students. The Senior Associate Dean is the designated Divisional Business Officer (DBO) for the School, serving as its chief financial and operating officer.
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Established as a standalone division of Johns Hopkins University in 2007, SOE quickly emerged as a leading education school and sits at the top of national rankings. Search for the SENIOR ASSOCIATE DEAN FOR FINANCE AND OPERATIONS/DIVISIONAL BUSINESS OFFICER.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.